Promoting A Respectful Workplace

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1 Promoting A Respectful WorkplaceWith All Due RespectPromoting A Respectful WorkplaceWelcome the group to With All Due Respect Workshop.Have participants sign in using a workshop sign in form.Identify participants who are new?2 Minutes

3 Course Objectives Familiarize Yourself With Policies & The LawAfter Today’s Session, You Will Be Able To…Familiarize Yourself With Policies & The LawRecognize The Many Types Of HarassmentExamine Your Role In Preventing HarassmentUnderstand What Is Expected Of YouLearn Ways To Deal With HarassmentFoster A Respectful Work EnvironmentCover the course objectivesExplain to participants that this class will require participation from everyone2 MinutesPage #1

4 Pre-Assessment Quiz Let’s Take An Assessment To Check For KnowledgePlease Refer To Your Workbook Page #25For Introductions, flip chart responses on what they expect to gain from this training.Move into the pre-assessment to check for knowledge.Cover the answers at the end of class, or have participants pull the test from their books and correct or change their answers as we continue through class8 MinutesAssessment Page #25, Answers Page #26

5 With All Due Respect As You Watch The VideoTake Note Of The Variety Of Different Types Of HarassmentYou Will Be Asked To Repeat This Before End of WorkshopPlay the Edge Video, With All Due Respect. Be prepared to debrief the video after watching16 Minutes

7 Respectful WorkplaceEquality The foundation of a respectful workplace.Accepting Differences We must learn to accept people who are different from usAppreciating Diversity We must learn to value people who are different from usThe Respectful Workplace This is a place of mutual respect for all employeesPage #3

8 Harassment In Our WorkplaceHave you ever observed disrespectful or harassing behavior?What did you do about it?Stop harassment before it startsWhat is our policy on harassment?Who in our organization can help you with this?Use your company’s harassment policy. Help your participants to familiarize themselves with the company policy. If employees are required to sign a company document, this would be a good place, or wait until the end of the workshop.Page #4

9 Equal Employment Opportunity1963Equal Pay ActProtects men and women who perform equal work in the same establishment from sex-based wage discrimination1964Title VII of the Civil Right ActProhibits employment discrimination based on race, color, religion, sex, or national origin1967Age Discrimination In Employment ActProtects individuals who are 40 years of age or older1973Sections 501 & 505 of Rehabilitation ActProhibits discrimination against qualified individuals with disabilities who work in federal government1990Title I & V Americans with Disabilities ActProhibits employment discrimination against qualified individuals with disabilities in the private sector1991Civil Rights ActProvides monetary damages in cases of intentional employment discriminationBrief review of EEOCOptional2 Minutes

10 Sexual Harassment Quid Pro Quo Sexual HarassmentA term meaning “this for that”, and refers to sexual harassment involving threats or rewards.A quid pro quo charge occurs when a tangible employment decision, such as a pay increase, a promotion, or continued employment, is based on some form of unwanted sexual conduct.This kind of sexual harassment can only be committed by supervisors, managers, or others in authority.Explain Quid Pro Quo. The key element here is that this type of sexual harassment can only be committee by supervisors, managers or others in authority.3 MinutesPage #5

11 Sexual Harassment Sexual Harassment Has OccurredUnwelcome Sexual Advances, Requests For Sexual Favors, And Other Verbal Or Physical Conduct Of A Sexual Nature.Sexual Harassment Has OccurredIf One Of The Following Three Criteria Is Met;Condition Of One’s EmploymentUsed For Employment DecisionsCreates An Offensive Work EnvironmentAccording to the EEOC:Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment, when any one of three criteria is met.3 Minutes

12 Hostile Work EnvironmentThe most common kind of sexual harassment is called “hostile environment.”This occurs when a co-worker, supervisor, or anyone else with whom the employee comes into contact with on the job, creates an abusive work environment or interferes with the employee’s work performance because of the victim’s gender.Spend some time explaining Hostile Work Environment Sexual Harassment.3 MinutesPage #5

13 Hostile Work EnvironmentExists If The Following Can Be Shown;Subject to a work environment in which there were sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual natureThat the conduct was unwelcomeThat the conduct was severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environmentHostile Environment Harassment:Involves claims that a company (or its employees) either created or condoned an intimidating, hostile, or offensive work environment.3 MinutesPage #5

14 Laws Governing HarassmentTitle VII Of The Civil Rights Act Of 1964 Prohibits Discrimination Based On;Race, Color, Religion, Sex Or National Origin.Other Federal And State Laws Prohibit Further Types Of Discrimination Or Harassment, Such As:The Age Discrimination In Employment Act Of 1967The Americans With Disabilities Act Of 1990Briefly describe the two laws governing harassment3 MinutesPage #6

15 Harassment Is… Denigrate: To Belittle The Character Of; Defame.Verbal Or Physical Conduct That Denigrates Or Shows Hostility Or Aversion Toward An Individual Based On That Person’s:RaceColorNational originCitizenshipReligionGenderMarital statusSexual orientationAgeDisabilityAny other characteristic protected by lawExplain the slide, harassment is3 MinutesPage #7Denigrate: To Belittle The Character Of; Defame.Aversion: An Intense Dislike.

17 Whose Responsibility?Source We need to make certain our actions promote respect & equalityTarget If we are the target of disrespectful behavior, we need to let that person knowObserver If we observe it, it is our responsibility to stop it immediatelyPerson In Authority Any person in authority has a duty to stop harassing behaviorPages #7 & #8

19 Promoting Respect What You Can Do… Set a good exampleBe familiar with proceduresRaise the subject with your employeesLet others know when their behavior is offensiveDo not participate in, but stop the behaviorDon’t allow offensive items to be in your areaDon’t place yourself in compromising situationsNever retaliate or allow retaliationTalk about ways to prevent harassment and tips you could use to help employees with this. Solicit feedback on other ideas from the group2 Minutes

20 Performance Review What Type Of Sexual Harassment Would This Be?How Should The Subordinate Respond?Should She Report The Incident?Why Or Why Not?Refer back to the Video, ask the group their response to the situation.How Should The Subordinate Respond?Should She Report The Incident?Why Or Why Not?3 Minutes Per ClipPage #13

21 More Than I Want To Know What Is Wrong With Jeff’s Behavior?What Should Jeff Do Now?What Should Jan Do If Jeff Does Not Stop His Behavior?Refer back to the Video, ask the group their response to the situation.What Should Jeff Do Now?What Should Jan Do If Jeff Does Not Stop His Behavior?3 Minutes Per ClipPage #14

22 The New GuyDoes It Matter What The New Guy’s Sexual Orientation Is When Determining Whether Or Not This IS Harassment?How Would You Respond To This?Refer back to the Video, after each Vignette, ask the group their response to the situation.Does It Matter What The New Guy’s Sexual Orientation Really Is When Determining Whether Or Not This IS Harassment?How Would You Respond To This?Minutes Per ClipPage #15

23 Special Delivery Can Outside Vendors Sexually Harass Employees?What Should The Receptionist Do In This Situation?Assume The Receptionist Reports This To Her Supervisor, What Should Her Supervisor Do?Refer back to the Video, after each Vignette, ask the group their response to the situation.What Should The Receptionist Do In This Situation?Assume The Receptionist Reports This To Her Supervisor, What Should Her Supervisor Do?3 Minutes Per ClipPage #16

24 Wild Wild Web Are These Men Aware Of The Impact They Have On Others?What Is Their Impact On Others?Does Their Intent Matter?Refer back to the Video, after each Vignette, ask the group their response to the situation.Are These Men Aware Of The Impact They Have On Others?What Is Their Impact On Others?Does Their Intent Matter?3 Minutes Per ClipPage #17

25 Believe It Or NotDo Any Boundaries Exist Between Our Personal Religious Life & Our Work Life?How About Political Affiliation?Refer back to the Video, after each Vignette, ask the group their response to the situation.Do Any Boundaries Exist Between Our Personal Religious Life & Our Work Life?How About Political Affiliation?Minutes Per ClipPage #18

26 Legal Review Of The LawsTitle VII of the Civil Rights Act of 1964Prohibits discrimination based on race, color, religion, sex, or national originPregnancy Amendments To Title VIIThis prohibits discrimination against females who are pregnant or suffering from pregnancy- related conditions.Civil Rights Act of 1991Provides monetary damages in cases of intentional employment discriminationA more in-depth review of the Laws. More detailed information along with the web address to the government sites.Optional5 Minutes

27 Legal Review Of The LawsAge Discrimination In Employment Act of 1967Prohibits employment discrimination against individuals who are age 40 or olderAmericans with Disabilities Act of 1990Prohibits employment discrimination against qualified individuals with disabilities to employers with 15 or more employeesA more in-depth review of the Laws. More detailed information along with the web address to the government sites.Optional5 Minutes

28 Legal Review Of The LawsHealth Insurance Portability and Accountability Act (HIPAA) of 1996Title I of HIPAA protects health insurance coverage for workers and their families when they change or lose their jobs.Family Leave Medical Act (FMLA) of 1993Eligible employees may take up to 12 workweeks of leave during any 12-month periodA more in-depth review of the Laws. More detailed information along with the web address to the government sites.Optional5 Minutes

29 Retaliation Is IllegalAn employer may not fire, demote, harass or otherwise "retaliate" against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination.Explain Retaliation, more detailed information in participant workbooks3 Minutes

31 What Questions Do You Have?Solicit and respond to any questions the group may have. If you do not have an answer, list question with name of person and or call them with the answer when you have the answer.Have participants complete course evaluations, stand in the back of the room while participants complete course evaluations and thank them for their participation as they exit the room.

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